Recruitment Outsourcing Leaves Clients Satisfied

The survey does not mention WorldConcertRPO, which is one of the top up-and-coming recruitment outsourcing companies. This company is unique in that it assigns you a personal consultant for the duration of your staffing needs, making it easier for you to get questions answered and get any help you need along the way.

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Why Cost Per Hire Is a Dumb Metric and Quality of Hire Is Not

In all the brouhaha about great new sourcing initiatives and Web 2.0 tools, how much have your recruiters and hiring managers improved their ability to hire great people, not average people? In my opinion, we've downplayed what it really takes to be successful in our profession - recruiting, counseling, and closing top people who have multiple opportunities, and making sure our hiring manager clients don't blow it.To start refocusing on the right stuff, I'd like to nominate quality of hire as the metric to assess recruiting department performance, and relegate cost per hire to the second page.

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Professional Hygiene Made Easy

If you aren’t proactively creating and maintaining a career identity using 4 social media tools (Facebook, LinkedIn, Twitter & professional blogs), you are hurting your professional credibility.
Here's why . . .

Where to find job openings on the web?

What are the best places to find a broad variety of job openings on the web?

1. Indeed
2. SimplyHired
3. LinkUp
4. Monster
5. CareerBuilder
6. Dice
7. Yahoo HotJobs
8. US Gov
9. Twitter Jobsearch
10. LinkedIn
11. SnagAJob
12. Hound
13. Local Jobs

Why RPO in a down economy?

WorldConcert is a division of WorldBridge which focuses strongly on Recruitment Process Outsourcing (RPO).

Why RPO in a down economy?
- Costs are more variable and align more closely with actual recruiting volumes.
- Organizations gain access to specialized recruiting resources with no incremental cost.
- Eliminate concerns about how to construct a recruiting team to address short-term slowdowns or potential upticks.
- Ability to leverage an RPO firm's scalability and eliminate costly contracts for job boards, background checks, drug screens, and recruiting technology.
- Potential to have less than a full time employee dedicated to the recruitment function.

Read full article

(Source: ERE)

CareerBuilder Phishing Email - Be Aware!

We found following email in our inbox today! This is a phishing email - please DO NOT click on the link. There is nothing wrong with any CareerBuilder accounts.

The email can look like the example below.

*****
Dear Careerbuilder user

Your account has been temporarily disabled due to too many attempts to sign in to your account with an incorrect password.

In order to reactivate your account please click the link below and log in with the correct password :

http://www.careerbuilder.com/share/reactivate.aspx?sc_cmp2=JS_Nav_MyCB_Logi...

If you choose not to complete the request, you give us no choice but to suspend your account temporarily.

If you received this notice and you are not the authorized account holder, please be aware that it is in violation of Careerbuilder policy to represent oneself as an other Careerbuilder user. Such action may also be in violation of local, national, and/or international law. Careerbuilder is committed to assist law enforcement with any inquires related attempts to misappropriate personal information with the intent to commit fraud or theft. Information will be provided at the request or law enforcement agencies to ensure that perpetrators are prosecuted to the fullest extent of the law.

Careerbuilder Account Review Department.
*****

How important is Technology for Recruiters?

We posted following question on LinkedIn and would like to share with you some insightful answers.

How important do you think is Technology in Recruiting? Can a Recruiter drive more revenue with using the right tools or is only the phone time important? We would love to find out how Recruiters feel right now about technology (their database, social media, mobile devices...).

***Answers***

Simon Masters - Trayport Ltd
Nothing can replace the understanding, the rapport, and the details gained by talking directly to someone, which in turn will help a succesful recruiter understand a client or candidate better.
However the increased take-up of on-line social media tools (such as Linkedin), and the increased functionality of a recruiter's database, now mean that the use of technology is now not only ingrained, but also integral to their long term success.
By the very reliance on an ever increasing range of technology based tools, it is easy to conclude that while not "essential" to recruit, they can easily be attributed to a to driving a increase in revenue.
Personally we have recently moved from an ever-growing number of spreadhseets to track our recruitment activity, to a third party software application which has meant more comprehensive storage of data that is far easier to access, and in turn allows us to maintain an efficient and effective recruitment process.

Davies Howell
How important? Important if the technology frees one up to make more phone calls. You can drive some incremental business with the right technology but the danger is getting caught up in the technology and not developing personal relationships. Nothing replaces talking to people and separting yourself from the pack.

Jeremy Sisemore - SearchPath International
#1 - Phones & Live Conversations will always be the most powerful. However, those that understand how to capitalize on social media will better build their brand & reputation in the marketplace. Furthermore, they may make a few easier placements along the way! I use Twitter, Facebook, LinkedIN - but try to stay away if I'm focusing on "Revenue Generating Activity". It's the research or marketing phase of my business.

Steve Brainard
Technology has changed the way we communicate, so recruiters need to adapt accordingly. The challenge, in my opinion, is to strike a balance between being 'fad-driven', while not embracing the status quo. With all the chatter surrounding social media, it is easy to get lost in low value tweeting, blogging, etc., and forget that recruiting is about developing relationships with talented candidates. Not everyone has the time or desire to join the social media frenzy, so good recruiters will continue to attend networking events, make phone calls, ask for referrals.... while incorporating the tech tools that work for their industry and personality. Fads will come and go but branding and relationship building will stand the test of time. It's all about the relationships recruiters forge with their candidates and clients. Technology definitely helps streamline certain processes and makes recruiters more visible, but if not managed properly, can be a major distraction and magnet for low/no value activities. Simply having a presence on Twitter, Facebook, MySpace does not equal ROI.

Guy Battaglia
Ever since we had to record all the brands and flavors of SW, Platforms, Databases, GUI tools, modeling tools, industry and level of these skills, technology has been huge in managing how we parse through the fields of selected candidates. Likewise, the collection of user data for clients, hiring managers, trends and resources and of course, complex, multi skilled profiles would be devastating with out it.
I started recruiting in 1988 and the first advancement that I saw that changed the landscape of recruiting for ever was the convergence of the fax machine. Merely 5 years later, it was replaced by email.
Tell me how you can get anything done today with out the help of technology? Social media is another example of the magic we are addicted to.

Dan Young
I am a firm believer that a recruiter will see increased success in almost all arenas with superior technical tools. Solid ATS's and support from the organization for the use of social media sites in collaboration with your marketing group can really interest candidates and reach a lot more passive candidates than you can spending 5 or 6 hours on the phone each day. I believe embracing technology will allow recruiters to reach new levels.

RPO Webinars

Leveraging RPO Services

Check out our recorded webinar

http://wbpnet.worldbridgepartners.com

Has your company considered Recruitment Process Outsourcing but you're just not sure what you should be looking for?

Successful Recruitment Process Outsourcing requires an insider's knowledge of your company.

See how an RPO provider can help you strenghten your staffing practices and still keep your costs under control. Whether you choose to implement a complete RPO solution or want to unbundle services to fit your needs we can show you how to do it.

Title: Leveraging RPO Services

How to prepare for an interview? Training Class Special

Preparing for the interview is one of the most important steps in the career change process. Employers want bright, capable leaders who will make a positive impact on their organization and work effectively in a team environment. Employers also look for organizational fit. Keep these tips in mind as you prepare for your interview.

Gayle Galloway, one of our top performing senior partners is sharing specific insights to the preparation process for an interview. Gayle holds a bachelor's degree in history and pre-law from Transylvania University and a Masters in Personnel Administration from Ohio State University.

Watch the recording for free at: http://wbpnet.worldbridgepartners.com

Facebook in Recruiting Training Class

Watch our "Facebook in Recruiting" training class.
Where: http://wbpnet.worldbridgepartners.com

What we covered:
- Connecting with Candidates and Clients without risk
- Organizing your friends
- Market your business and open Positions
- Integrate and connect your recruiting database or ATS
- Legalities

He have an introductory offer for this training class at $29.95.

Watch Now

The Latest in RPO & Recruitment - August 25, 2009

It's only been a week since our last newsletter but there are so many great articles coming out we couldn't wait to get them out there. Recruitment Process Outsourcing is hot and everyone is talking about it, even us. You won't want to miss our next presentation The RPO Impact. We'll introduce you to RPO, talk about the latest trends, and how we can help you work with your clients. Please join us!

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How a Recruiter made 3 hires with Twitter in 6 weeks

Hire #1
I posted my first requirement for a .Net developer and (I’d have to check my Twitter diary to be certain…and yes, I kept one…stop laughing. No, seriously. Stop.) waited for any sign of life on the other end. It seemed like 17 minutes went by (again, that’s in the diary) and then finally, someone RT’d (“retweeted” for all you newbies) my Tweet. “Holy crap!,” I thought, “This is working.”

Eventually, I had several people retweeting my post that day and by the end of the day, I had five referrals, three interviews, and…wouldn’t you know it…a placement…with a great .Net talent I never would have known otherwise. This is when I started to really believe in the power of Twitter. The fact that this candidate saw my Tweet because someone I didn’t know reposted it blew my mind. I was addicted. So addicted now, in fact, that even as I write this blog post, I am Tweeting about it…well, that and how my dog smells like corn chips.

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WorldConcert named to HRO Today's RPO Bakers Dozen

In these turbulent economic times it is often difficult to find good news to share. Today we are writing to share some very exciting news about our organization. WorldConcert, the Recruitment Process Outsourcing (RPO) division of WorldBridge Partners was named to the HRO Today 2009 RPO Bakers Dozen List for enterprise customers. The Bakers Dozen list is considered by HRO Today to be the "flagship product of the survey" singling out the "top providers in RPO."


We are very excited by this achievement as it is voted on by our clients. WorldConcert has provided services from workforce planning and overall recruitment management to social networking and onboarding to our clients.

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Twitter Statistics

–Among the most active Twitter users with more than 50,000 followers, we find singer Tyrese (@tyrese4real), actress Alyssa Milano (@alyssa_milano), celebrity Tila Tequila (@officialtila), tv host Jonathan Ross (@wossy) and evangelist Guy Kawasaki (@guykawasaki).

–60.6% of the most active Twitter users live in the United States, while 6.9% are located in the U.K, 4.7% in Japan, and 4.3% in Canada.

–The split between genders among the most active Twitter users is fairly balanced with 54% male, 46% female.

–88% of the most active Twitter users have never missed a day without making at least one update, while another 2.1% have only been inactive for one day.

–48% have more than 100 followers, compared with 6.3% for overall Twitter users.

–33.7% of the most active Twitter users have joined Twitter this year, compared with 72.5% of overall Twitter users who have signed up this year

–The most popular keywords within bios of active users are Internet marketing, music lover, Web designer, video games, and husband/father.

Read more

Marketing in a Recession

Did you know?

- Kraft introduced Miracle Whip in 1933. Through both radio and newspaper ads, it became the top salad dressing in the United States.

- In 1933, Proctor & Gamble went on the radio with the first soap opera – “Ma Perkins,” sponsored by Oxydol. P&G was so satisfied with the sales increase, they went on to introduce “Vic and Sadie” for Crisco, “O’Niells” for Ivory Soap and “Forever Young” for Camay. By 1939 the Cincinnati-based company was sponsoring 21 radio programs. It doubled its radio-advertising budget every two years during the Depression.

- Apple introduced the IPod in 2001, around the bottom of the last recession. Apple is a master of viral marketing. We all know what happened to the Apple’s profits as a result. In addition, Apple has used the cache built by IPod to increase its market in areas such as laptop computers.

click here to read the full article

Signs of hope seen in job market

Tom Wieder, an executive recruiter for banking, said he's seen some big players start to replace key people and "organizations that were in complete lockdown mode” move from "a hiring freeze to a hiring frost.” Certainly, layoffs continue, but "people don't necessarily understand that hiring is going in through the other door,” said Wieder, managing partner for the financial services group of WorldBridge Partners in Baldwin.

Click here to read full article

How to Convert Cold Calls into Hot Candidates

Jim is the best recruiter at LNM, a division of a Fortune 500 company.
Karen is a strong marketing manager who is not looking for a job. Jim found Karen's name on ZoomInfo, and he is now cold calling her to explore the possibility of considering her for the position.

The Opening
Jim: Hi Karen. My name is Jim Howard. I'm a recruiter with LMN and I'm leading a search for a senior-level marketing executive. Your name was brought to my attention as someone I should contact regarding this assignment. Since I have you on the line, let me just ask you very openly, would you personally be open to exploring a new career opportunity if it were clearly superior to what you're doing today?

Opening Scenario One:
No reluctance. Karen: Yes! Of course. (75% of candidates say this without qualifications.)
Jim: Great. Before we get too serious on this, let me ask you a few short questions about your background. Then I'll give you a quick overview of the position. Based on this, if it makes mutual sense to proceed, we'll schedule a convenient time to talk later in more detail. (Here, Jim will start to conduct the work history review below. Very few candidates will object.)

Read the full article

Anticipated Turnaround Prompts Development Of Aggressive Recruiting Plans

Todd Dawson, a managing partner for MRINetwork affiliate WorldBridge Partners sees a similar trend in insurance where for the last decade, firms have been looking to recruiters to find top sales people and staff to develop new types of policies—like credit default swaps. "Today, it is a very different story," says Dawson. "Over the last 18 months demand for people who actually make insurance policies work—risk managers and actuaries—has skyrocketed as everyone reevaluates their risk portfolios."

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Every industry is green, not just energy!

Are there green job opportunities out there? You bet! Most people think in terms of jobs in “energy” industries like biofuels, wind, solar and hydro. Without question, job opportunities exist in those industries. However, just about every industry is thinking green, which opens up green jobs within those industries.

Dave Sanders, managing partner of global search firm WorldBridge Partners and practice leader for clean technology, said that there is an emerging need in major corporations for people who understand the business issues surrounding “going green” and who can help identify ways those companies can maximize profits and mitigate risks. Opportunities abound for energy-efficient data centers and lighting, and companies want to eliminate processes that waste energy. Here is just one simple example: accountants. Can “bean counters” really be green? Absolutely! With emerging emphasis and growth on “cap-and-trade” initiatives, there is a demand for accountants who can perform the internal environmental audits within every company and industry.

Read full article

Life Insurance Activity Falls

U.S. life insurers received 3% fewer requests for individual coverage in May than they received in May 2008 – but about 11% more for applicants ages 60 and older.
The MIB Group Inc., Braintree, Mass., is basing that figure on an analysis of North American life insurers’ use of MIB databases to check individually underwritten life applications.

MIB U.S. activity volume has fallen in most months since early 2006.
Activity has been especially weak for applicants under age 60.
In May, MIB U.S. application volume was down 7% for U.S. applicants ages 0 to 44, and it was down 1.1% for applicants ages 45 to 59.

Source: www.lifeandhealthinsurancenews.com

How to Choose and Implement an ATS

It sometimes seems as if recruiters and technology are like oil and water ? almost impossible to mix. I am rarely at a client for very long before the "issue" of technology comes up. Usually, it's in the form of a complaint. I hear things like, "Our ATS can't do what?" or, "I wish I could get better metrics, but my ATS can't create the reports I need," or, "The recruiters here never bother to enter the right data or they don't use the system at all."

When I talk with finance groups or engineering departments, technology is never an issue. They seem to live together in harmony, albeit with a few blips here and there. While a few people I know have said that they feel computers are just too impersonal for people-oriented recruiters to be comfortable with, I know many very warm and successful recruiters who are advocates and users of very sophisticated systems.

There are several reasons why these systems are hard to sell, poorly utilized, and rarely praised.

Poor Understanding of Current Processes

No system can do what you want if you don't know what you want to do. Many recruiters cannot tell me the entire process of getting a new employee hired. When I ask them to pretend they are a candidate or a job requisition and then take me through the various steps to get to a hire, they can only get through those steps they play a part in.

Many pieces of the recruiting process are vague or ill-defined, even to those who do them. Often, many people do a small part of a process and no one really knows it all. Just as often, the processes themselves are not efficient.

Employees in manufacturing environments have had process improvement goals for years. Consultants and academics have been hired to analyze and probe into every aspect of producing a product, until today we are able to produce products of all types with fewer people and greater quality and at lower cost than ever before in history. The spotlight is now being turned on to the "soft" processes, such as recruiting, and these processes will be examined and streamlined immensely over the next several years.

read full article

Source: By Kevin Wheeler – Published Mar 25, 2005
©2001–2009 Global Learning Resources, Inc.

Make your call exciting

Make your calls exciting!

Nothing worse than the same old script and the same old question to which you have heard the same old answer at least a hundred times. Ask a question for which you have no answer. If you have a situation that you are trying to improve or a problem that you can’t solve, simply ask a question for which you have no real answer. When you don’t have an answer, you’ll be forced to find one. That’s when you’ll start stretching your imagination and finding answers that you never suspected had existed. Do you really know everything about the industry you are in, the new product or service that is mentioned in emails and news letters... maybe not? So, why don't you find out? Mix your recruiting and marketing calls with something that is exciting and strives your call plan. You can set out challenges with colleagues to find the exact explanation of a new tool or gadget without searching the web. Who finds out first, wins!

Not only the end result, as in $$$... also the way to it should be fun!

The Calls Companies Want to Receive in Today’s Economy

In today’s marketplace, the thought that hiring executives are sitting around waiting and wanting to receive marketing calls from recruiters can seem too good to be true. Because it is too good to be true.

It can be easy for us to stop making marketing calls because we believe no one wants to answer our calls. And it’s easy to believe that when the media besieges us with reports about huge automotive companies declaring bankruptcy and banks closing their doors.

But the truth is that companies are still hiring, and they still need us as recruiters to access the top talent that will help them survive and thrive through these challenging economic times. So, we need to call them so they know we’re here and we’re here to help.

The answer is to make calls that connect with hiring managers’ real pain points and real needs. This means we need to make calls that are REAL (Relevant, Evidence based, Action oriented, and Leading to money). It means we need to make calls with a purpose that goes beyond “who do you need to hire?” or “I’ve got a guy . .. .”

We need to understand, and then approach, our clients based on their reality , on what’s most important to them. And while our managers might be banging on us for sendouts and placements, that is NOT what’s in the forefront of our clients’ mind. If we want the work we do to be relevant in our clients’ minds, we need to do our work within the context of their reality.

That means we need to understand their business from their point of view. We need to rethink how we approach our clients, how we make marketing calls, and how we do every aspect of our job. We need to re-script every aspect of our conversations with clients to focus on the business issues and trends they’re facing, and the corresponding problems and opportunities — for them. (Problems and opportunities for us will follow, but that’s another issue!)

What does that look like? Consider structuring your marketing calls to prospects and clients to follow the REAL model:

Part 1: Relevant (to them): “Client/Prospect, I know the craziness in the marketplace is causing lots of upheaval in your organization”
To ignore or deny what’s whirling around them (and us) is to keep our heads in the sand, or implies that their heads in the sand. I’m not recommending that we buy in to ways that the media escalates even the smallest hiccup, but I think we lose credibility if we pretend to be doing our work in an environment of pure pollyana.

Part 2: Evidence based: “With the recent announcement that you’re laying off 3000 folks, I suspect it’s hard to imagine that it makes sense to bring more, or bring other people in to your organization.”
Referencing a point of information that is specific and fact based about their organization or their industry reinforces your credibility. Sources for the specifics and facts might be industry newsletters, specialized blogs or general media.

Part 3: Action oriented: “I’ve got a suggestion to move you past your current pain point.”
I’ve always believed that the most successful recruiters are the ones that clients look to as a resource in getting something done, so you’ll always find me advocating an action orientation.

Part 4: Leading to money: “I’ve identified a candidate with a history of increasing profits/reducing costs in a marketplace with challenges similar to the one you’re in now.
When reduced to its simplest form, every company cares about making money. And there are two ways to do that: increase profits or reduce costs. By connecting every candidate we present to one of those two outcomes, we attach the work we’re doing to what’s most basic, yet most important, to our client organizations.

By making marketing calls that are REAL, you’ll be making calls that are more closely tied to your clients’ reality. You’ll be making calls that are more closely tied to helping them improve the current condition of their business reality. And those are the calls that clients WANT to receive

*****
by Kathleen Kurke May 12th, 2009

Editor’s note: The following article by Kathleen Kurke delves into how to understand your clients’ business reality and how to speak their language when making marketing calls. To learn even more, join Kathleen at The Fordyce Forum on Friday, June 12 at 3:30 p.m.

ERE Social Recruiting Summit is sold out.

ERE is holding the Social Recruiting Summit 2009 conference June 15 at the Google Headquarters in Mountain View, Calif. As of today, the event is sold out. However, live streaming video of the conference will be available.

WorldBridge has tickets and is joining. We are looking forward to this event and will give you feedback.

ERE felt this was the opportune time to have a conference - the first of its kind - about social recruiting. Social media is rapidly becoming more than just a tool for recruiters and is an important part of the future of talent acquisition.
“So far, the most exciting part about the Social Recruiting Summit is that we promoted it almost entirely through social media,” Scott Baxt, director of marketing at ERE, said. “We are eating the dog food, so to speak, and it tastes good.”

Read more

The Technology Generation Gap at Work is Oh So Wide

Recently, business information solutions provider LexisNexis released the results of a study that examined how technology was used in the American workplace. The focus of the study was on the differing opinions between generational groups. Their findings? The generation gap at work is really wide with vast discrepancies when it comes to what the appropriate use of technology is - a problem that leads to increasing tensions in the workplace.

Read full article and comments

Source: ReadWriteWeb.com

The Social Recruiting Corner

Using Twitter to Recruit, Find a Job, or Network

The hype about twitter continues, and we're buying into it. So have Corporations and Recruiters.

In the U.S., the number of twitter users has increased from 1 million to 4 million, and the site has experienced over 1,000% increase in traffic. With over 1.5 billion tweets and counting, it has been reported that 45-54 year olds make up the largest demographic.

In a post just 2 months ago on using twitter to network and find a job there were 900 users with the word "Recruiter" in their profile on tweetsearch. Today, it is over 3,900. Yes, in just 2 months!

Read more at TalentBuzz

Top 100 global brands 2009 (Chart)

Click here to see full report (PDF file)

Source: Marketing Magazine UK

Report: Consumer Confidence Soars In April

NEW YORK (AP) -- Hopeful signs that the worst may be over for the economy boosted Americans' moods in April, sending a closely watched barometer of sentiment to the highest level since November.

The New York-based Conference Board said Tuesday that its Consumer Confidence Index rose more than 12 points to 39.2, up from a revised 26.9 in March. The reading marks the highest level since November's 44.7 and well surpasses economists' expectations for 29.5.

The consumer confidence survey showed a substantial improvement in consumers' short-term outlook, including even their assessment of the job picture.

Read full article

By Anne D'Innocenzio, AP Retail Writer
Manufacturing.Net - April 28, 2009

Are you optimistic?

Here is a cool web tool to cheer you up a bit. It measures your optimism! Try it out.

Barometer Link

The Barometer shows that currently 49% of all people who tried it out are optimistic. That's the spirit we like!

PCR - How to enter a name record?

WorldBridge supports the use of PCRecruiter. We have started with FREE training classes a while back and also got some recordings. Here is an example of a quick session on "How to enter a name record". Enjoy.

http://www.youtube.com/watch?v=ynms5rT6NyE